C I T Y E Q U I T Y T A S K F O R C E
F I N A L R E C O M M E N D A T I O N S
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E Q U I T Y & I N C L U S I O N
I N I T I A T I V E
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S E E D C O L L A B O R A T I V E
A G E N D A
Approval of Taskforce
Recommendations
TOPIC 1
City Equity Taskforce
Recommendations
TOPIC 2
Fire Recruitment &
Diversity Taskforce
Recommendations
TOPIC 4
Police Equitable
Policing Taskforce
Recommendations
S E E D C O L L A B O R A T I V E
TOPIC 5
Group Process &
Facilitation
Gradients of Approval
TOPIC 3
City Council
City Equity Taskforce
24 staff
Review due diligence findings, receive & discuss
and approve recommendations from EPT and
RDT, reach consensus on Equity Plan
Equitable Policing Taskforce
18 SRPD staff and 3 community leaders
Review data & make DEI
recommendations
Recruitment/Diversity Taskforce
12 SRFD staff
Review data & make DEI
recommendations
G R O U P P R O C E S S
S E E D C O L L A B O R A T I V E
3 G r o u p P r o c e s s
SEED COLLABORATIVE
City Equity Taskforce
(24 staff)
41 committee participants
19 meetings
Culture
(12 staff)
16 meetings
3 Focus Areas:
Culture, Inclusion, Belonging
Community Engagement
(13 staff)
19 meetings
3 Focus Areas
Communications, Community
Engagement, Recruitment
Employee Lifecycle
(16 staff)
20 meetings
4 Focus Areas
Recruitment, Hiring,
Retention, Professional
Development
4 G R A D I E N T S O F C O N S E N S U S
SEED COLLABORATIVE
5 R E C O M M E N D A T I O N S
City Equity Taskforce
S E E D C O L L A B O R A T I V E
6 CITY EQUITY TASKFORCE
RECOMMENDATIONS
S E E D C O L L A B O R A T I V E
RECRUITMENT, HIRING, RETENTION,
PROFESSIONAL DEVELOPMENT
Guiding Statement: The City has an opportunity
to increase diversity through the recruitment of
diverse candidates and equitable hiring and
selection processes.
Recommendation #1: The City will increase
diversity through the recruitment of diverse
candidates and equitable hiring and selection
processes.
7 CITY EQUITY TASKFORCE
RECOMMENDATIONS
S E E D C O L L A B O R A T I V E
RECRUITMENT, HIRING, RETENTION,
PROFESSIONAL DEVELOPMENT
Guiding Statement: The City has an opportunity
to improve data collection and publishing of
recruitment and hiring statistics.
Recommendation #2: City will create a
transparent and inclusive public data dashboard
to publish recruitment and hiring statistics.
8 CITY EQUITY TASKFORCE
RECOMMENDATIONS
S E E D C O L L A B O R A T I V E
RECRUITMENT, HIRING, RETENTION,
PROFESSIONAL DEVELOPMENT
Guiding Statement: The City has an opportunity
to adopt onboarding processes, procedures and
practices that create a sense of belonging for new
hires.
Recommendation #3: City will improve and
implement policies, procedures, access, and
engagement to strive for belonging in onboarding
of new hires.
9 CITY EQUITY TASKFORCE
RECOMMENDATIONS
S E E D C O L L A B O R A T I V E
RECRUITMENT, HIRING, RETENTION,
PROFESSIONAL DEVELOPMENT
Guiding Statement: The City has an opportunity
to improve promotional hiring processes,
procedures, and practices to increase
transparency and equity and enhance a sense of
belonging.
Recommendation #4: City will improve and
implement policies, procedures, access, and
engagement to strive for equity, transparency,
and a sense of belonging for promotional hires.
10 CITY EQUITY TASKFORCE
RECOMMENDATIONS
S E E D C O L L A B O R A T I V E
RECRUITMENT, HIRING, RETENTION,
PROFESSIONAL DEVELOPMENT
Guiding Statement: City has an opportunity to
improve professional development, career growth,
and retention.
Recommendation #5: Increase opportunities for
employee development, training, and career
growth, and implement strategies to create a
culture where everyone belongs.
11 S E E D C O L L A B O R A T I V E
COMMUNITY ENGAGEMENT & COMMUNICATIONS
Guiding Statement: The City can improve equitable access to information with intentional processes to fill in the information and language diversity gaps, and meaningfully engage the community in City projects, programs, and services. This includes providing opportunities to participate, educate, and empower community members to be a part of decision-making that impacts their lives, health, and their community.
Recommendation #6: Develop and implement structures and standards, including policies, processes, and procedures to foster a culture of language access and justice in communications and public participation in decision-making processes by using the most accessible language possible and addressing the language diversity and rights of Santa Rosa residents, defining, and focusing on specific strategies for the unique needs of districts, vulnerable populations, and Equity Priority Communities.1
CITY EQUITY TASKFORCE
RECOMMENDATIONS
1 https://mtc.ca.gov/planning/transportation/access-equity-mobility/equity-priority-communities - census tracts that have a significant concentration of underserved populations, such as households with low incomes and people of color.
12 S E E D C O L L A B O R A T I V E
COMMUNITY ENGAGEMENT & COMMUNICATIONS
Guiding Statement: The City of Santa Rosa can build trust and enhance relationships with its residents by becoming more effective, accountable and transparent, and
responsive to serve all residents, including the unique needs of districts, vulnerable populations, and Equity Priority Communities.1
Recommendation #7: Implement, reexamine, and
empower equitable and effective citywide external
communication and engagement standards and policies
using best practices to promote legitimate, transparent information and participatory processes.
CITY EQUITY TASKFORCE
RECOMMENDATIONS
1 https://mtc.ca.gov/planning/transportation/access-equity-mobility/equity-priority-communities - census tracts that have a significant concentration of underserved populations, such as households with low incomes and people of color. 13
S E E D C O L L A B O R A T I V E
COMMUNITY ENGAGEMENT & COMMUNICATIONS
Guiding Statement: The City can enhance its user experience to better meet the needs of its stakeholders or any person interacting with the City—whether online, digitally, in-person or over the phone. Residents should feel understood and treated with empathy and respect when interacting with the City.
Recommendation #8: Proactively identify and respond to
individual and community needs, complaints, and systematic challenges through listening, empathy, honesty, and
collaboration; then build, assess, and reassess how to structure citywide responsive customer service framework, systems, and principles (people, processes, procedures, training, etc.) to meet Santa Rosa residents’ needs and challenges.
CITY EQUITY TASKFORCE
RECOMMENDATIONS 14
S E E D C O L L A B O R A T I V E
CULTURE, INCLUSION, AND BELONGING
Guiding Statement: The City has an opportunity to increase resource allocation and enhance organizational structure to foster belonging, maintain a vibrant culture of DEI/TBB, and to ensure accountability to those values over time.
“DEI/TBB” – Diversity, Equity, Inclusion/Transformation, Bridging, and Belonging Recommendation #9: Establish a standing committee (VIBE Committee) to monitor the implementation of the City Equity Plan (Plan) across the City that fosters and maintains a vibrant culture of DEI/TBB and ensures accountability to those values over time. VIBE will have a formal connection with the SRFD and the SRPD Standing Committees.
VIBE will work collaboratively with the SRFD and SRPD Standing Committees to monitor the implementation of the RDT and EPT equity plans and report to Executive Staff.
“VIBE” – Voices for Inclusion, Belonging, and Equity
CITY EQUITY TASKFORCE
RECOMMENDATIONS 15
S E E D C O L L A B O R A T I V E
CULTURE, INCLUSION, AND BELONGING
Guiding Statement: The City has an opportunity to
implement organizational structure best practices to
ensure the implementation and success of DEI/TBB
initiatives.
Recommendation #10: The City Manager may want to
consider making changes to the organizational structure such that the Diversity, Inclusion, and Equal Employment Officer (DI/EEO) position reports directly to the City
Manager’s Office to ensure the position has the support needed to effectively shepherd implementation of the
Plan across the City or consider alternate means and
measures to institutionalize structural best practices.
CITY EQUITY TASKFORCE
RECOMMENDATIONS 16
S E E D C O L L A B O R A T I V E
CULTURE, INCLUSION, AND BELONGING
Guiding Statement: The City has an opportunity to
improve the equitable and transparent distribution
of resources both internally and externally.
Recommendation #11: City will identify
distribution gaps and provide and distribute
internal and external City resources that are
equitable, fair, just, and transparent.
CITY EQUITY TASKFORCE
RECOMMENDATIONS 17
S E E D C O L L A B O R A T I V E
CULTURE, INCLUSION, AND BELONGING
Guiding Statement: The City’s Mission, Vision, and
Values can be enhanced by inclusion of principles
of DEI/TBB.
Recommendation #12: The City will align its
mission, vision, and values to include principles of
DEI/TBB.
CITY EQUITY TASKFORCE
RECOMMENDATIONS 18
S E E D C O L L A B O R A T I V E
CULTURE, INCLUSION, AND BELONGING
Guiding Statement: The City has an opportunity to
enhance transparent, uniform, consistent, timely,
accessible, and equitable communication for all
employees at all times.
Recommendation #13: The City will develop
communication policies, protocols, and procedures
that ensure internal city communication is
transparent, uniform, consistent, timely, accessible,
and equitable for all employees.
CITY EQUITY TASKFORCE
RECOMMENDATIONS 19
S E E D C O L L A B O R A T I V E
CULTURE, INCLUSION, AND BELONGING
Guiding Statement: The City has an opportunity to improve the well-being and morale of employees, foster a culture of belonging, and bridge the cultural, physical, and logistical barriers that can create isolation of individuals, teams, divisions, and job classes.
Recommendation #14: The City will develop and implement standards, policies, strategies, and practices that value and foster a culture of employee well-being, transformation, and belonging throughout the organization, and to implement wellness strategies and trauma informed care programs to support physical, mental, and emotional health.
CITY EQUITY TASKFORCE
RECOMMENDATIONS 20
R E C O M M E N D A T I O N S
Recruitment & Diversity
Taskforce
S E E D C O L L A B O R A T I V E
21 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: Incorporate a structure into Santa Rosa Fire Department (SRFD) to manage the implementation,
monitoring, and evaluation of the Recruitment and Diversity Plan (RDT Plan) or a structure that incorporates principles of co- creation and inclusive consensus decision-making.
Recommendation #1: SRFD will form a Diversity, Equity,
Inclusion and Belonging (DEIB) standing committee (Standing Committee) composed of firefighters from all ranks and
seniority, prevention and administration personnel, leadership, and the City’s DI/EEO, and to include representation from SRFD personnel with diverse cultural, ethnic, gender, and sexual orientation backgrounds. The Standing Committee to be
facilitated by a SRFD Community Outreach Specialist (COS) or another designated person.
RECRUITMENT & DIVERSITY
TASKFORCE
RECOMMENDATIONS
22 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: Increase the diversity of the
SRFD workforce.
Recommendation #2: SRFD to increase workforce
diversity by improving the percentage of diverse
staff hired by 2025.
RECRUITMENT & DIVERSITY
TASKFORCE
RECOMMENDATIONS
23 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: SRFD has an opportunity to
improve hiring and selection processes, procedures, and practices to prevent bias.
Recommendation #3: SRFD to improve equitable
policies, processes, procedures, practices, and structures in the hiring and selection of candidates for
employment. The Standing Committee to review, at
least annually, SRFD hiring and selection processes,
procedures, practices, and structures to evaluate for
fairness, to identify potential barriers to employment, and analyze metrics to increase the diversity of
applicants and new hires.
RECRUITMENT & DIVERSITY
TASKFORCE
RECOMMENDATIONS
24 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: Without data, it is more
difficult to identify barriers, track what works and
what does not, and monitor the accomplishment
of targeted goals.
Recommendation #4: SRFD will continue to track
data relevant to recruitment, selection, hiring, and
retention. The Standing Committee will partner
with Human Resources to develop a data
dashboard comprised of critical data necessary to
evaluate the Department’s progress toward
diversity, equity, inclusion, and belonging.
RECRUITMENT & DIVERSITY
TASKFORCE
RECOMMENDATIONS
25 S E E D C O L L A B O R A T I V E
EXTERNAL COMMITTEE
Guiding Statement: Given the competitive
employment market and Santa Rosa’s
demographics and cost of living, SRFD can
improve outreach and recruitment efforts to
generate a sufficiently diverse candidate pool.
Recommendation #5: The Standing Committee
will ensure that SRFD recruitment efforts include
outreach to a diverse pool of applicants for
employment, with the goal of hiring staff in each
cohort who represent diverse backgrounds by
2025.
RECRUITMENT & DIVERSITY
TASKFORCE
RECOMMENDATIONS
26 S E E D C O L L A B O R A T I V E
EXTERNAL COMMITTEE
Guiding Statement: Diverse candidates are less likely to be aware of or be exposed to the pathways, processes,
and requirements for a career with the fire department.
Recommendation #6: Recommend the funding for up to
two full-time SRFD Community Outreach Specialist (COS)
positions, with a preference for bilingual candidates, to conduct community outreach, and manage
communications and recruitment efforts. At least one
should have experience in Fire prevention, suppression, or operations. COSs to collaborate and coordinate with the City’s Community Engagement Division to ensure shared
understanding and alignment of strategies.
RECRUITMENT & DIVERSITY
TASKFORCE
RECOMMENDATIONS
27 S E E D C O L L A B O R A T I V E
EXTERNAL COMMITTEE
Guiding Statement: Without comprehensive
community outreach and communications, SRFD
will not generate a sufficiently diverse applicant
pool.
Recommendation #7: The Standing Committee, in
partnership with the City’s Communications
Department, will develop an Outreach and
Communications Plan with targeted strategies
and actions designed to reach potential applicants
from diverse backgrounds.
RECRUITMENT & DIVERSITY
TASKFORCE
RECOMMENDATIONS
28 R E C O M M E N D A T I O N S
Equitable Policing
Taskforce
S E E D C O L L A B O R A T I V E
29 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: Improve Santa Rosa Police
Department (SRPD) structures to center DEIB initiatives, manage implementation of DEIB recommendations,
and monitor and evaluate success of DEIB initiatives.
Recommendation #1: Creation of a permanent Standing
Committee within the structure of SRPD to review and
monitor implementation, assess success, and ensure
accountability for Plan recommendations modeled on
inclusive representation, shared leadership, and
consensus decision-making.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
30 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: SRPD to continue to improve
the diversity of its workforce.
Recommendation #2: SRPD will implement
policies, procedures, practices, structures, and
targeted strategies to annually improve diversity,
equity and inclusion in recruitment, selection and
hiring.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
31 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: Public safety has a culture
influenced by trauma and isolation due to the
exposures of the job, recent events, and national
narratives.
Recommendation #3: The Standing Committee
will develop and monitor implementation of
targeted strategies to build a culture of belonging
within SRPD. SRPD will continue to implement
wellness strategies and trauma informed care
programs to support physical, mental, and
emotional health.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
32 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: Equitable and timely access
to information and transparency need to be
enhanced to foster belonging within the
Department.
Recommendation #4: SRPD will implement
targeted communication strategies designed to
improve transparency, timeliness, and equitable
access to information and resources for all sworn
and professional staff.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
33 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement:. SRPD policies and
procedures will be evaluated and revised to
comprehensively incorporate recently agreed
upon Departmental values of diversity, equity,
inclusion, and belonging.
Recommendation #5: The Standing Committee
shall periodically review current policies and
monitor changes to policies, procedures, and
practices to advance equitable policing and
transparency.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
34 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: The Department will work to
improve promotional opportunities, mentorship,
career development, and special assignments for
professional and sworn staff.
Recommendation #6: The Standing Committee will
monitor SRPD’s implementation of equitable access
and belonging values to promote policies, practices,
procedures, and structures that incorporate
professional development, mentorship, and
promotion of sworn and professional staff.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
35 S E E D C O L L A B O R A T I V E
INTERNAL COMMITTEE
Guiding Statement: Without data, it is more difficult to identify barriers, track what works and what does not,
and monitor accomplishment of targeted goals.
Recommendation #7: SRPD will continue to track
relevant data, including but not limited to recruitment, selection, hiring, promotion, retention, community-
police relations, complaints, and other relevant data. The Standing Committee will develop a data dashboard
comprised of critical data necessary to evaluate the
SRPD’s progress towards diversity, equity, inclusion, and belonging.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
36 S E E D C O L L A B O R A T I V E
EXTERNAL COMMITTEE
Guiding Statement: Community partnerships
allow for collaboration and bridging with
community organizations.
Recommendation#8: SRPD will continue creating
and deepening significant collaborations with
organizations that support comprehensive
wellness services for students, the unsheltered
population, recently incarcerated youth or gangs
and advance alternatives to incarceration.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
37 S E E D C O L L A B O R A T I V E
EXTERNAL COMMITTEE
Guiding Statement: SRPD will center and uplift
the values of equity and belonging with the diverse
communities of Santa Rosa and measure, monitor,
support, and boost the expectation for the use of
unallocated time for community policing
activities.
Recommendation #9: SRPD to strive to increase
the use of unallocated time for community
policing activities.
EQUITABLE POLICING
TASKFORCE
RECOMMENDATIONS
38 S E E D C O L L A B O R A T I V E
QUESTIONS
C I T Y E Q U I T Y P L A N
R E C O M M E N D A T I O N S
A P P R O V E D
S E E D C O L L A B O R A T I V E
To the City of Santa Rosa and most
especially to the participants and members
of the Taskforces and subcommittees who
shared their ideas, gave of themselves and
their time and for their commitment to
improving equity and belonging for staff
and residents alike.
Thank you
CITY EQUITY PLAN
RECOMMENDATIONS
- Paul Hudson, Evan Holland, Shana Aelony
and the whole Seed Collaborative team